Company culture is something that everyone brings up about during the hiring process. Talk to any current or potential employee and they will tell you that they are looking for a work environment where colleagues truly care about the work at hand as well as one another.
Being engaged at work means that one is not only invested in the success of their own projects, but also the success of their colleagues. This is something that businesses tend to either have, or not have. And once that trend is established, it’s hard to change. That said, this is something that every business owner and manager should make a real effort to instill, as there are a number of different benefits you’ll enjoy from having an engaged team in the office.
For example, companies with present and engaged staff enjoy lower turnover rates, which equates to a substantial benefit to one’s bottom line. These types of companies also regularly see higher productivity; employees are better with clients and customers, generate more creative and collaborative ideas, generally make fewer mistakes, and overall have a higher morale.
Here are some ways that you can begin to create a culture of employee engagement:
1. Consider Your Hiring Practices
This goes far beyond considering who would be the best fit for your existing work environment. The on-boarding process is a critical moment for an employee. Once someone is hired, it can be easy to want to skip steps and get them into the thick of things as soon as possible, but you won’t be doing yourself any favors in the long run. Consider the things that you can do from the very beginning that will help to integrate new members into the team in a meaningful and lasting way.
2. Offer Benefits Your Employees Care About
When employees feel as though their job is monotonous they aren’t going to put in anymore than the minimal effort required. It’s when individuals feel challenged to grow and learn that they become increasingly engaged in their work. Look for ways to help your employees expand their areas of expertise, including learning skills that are transferrable, and can benefit their lives outside of the office.
3. Create Opportunities for Real Relationships
Staff that knows one another more personally tends to be more invested in the daily activities and success of others. Beyond that, you should also be looking for ways to grow your employees’ relationship with your company as a whole. Make sure that employees feel as though they are part of the larger business goals, and find ways to demonstrate that their contributions have a real impact on the success of the company.
4. Celebrate Successes, Big and Small
Employees need to feel that what they do matters. If they have done a good job on a project, they should be noticed. Positive reinforcement can be a powerful motivator when it comes to job performance. And it’s important to note that the opposite is also true; if someone feels unrecognized they are likely to become disengaged and begin to focus less on their work.
These are four simple steps that can make a powerful difference—not only when it comes to your employees’ work satisfaction, but also your company’s performance and bottom line. For the future success of your company, look for ways that you can implement these tactics at every level and across every department.